dear all
please give you inputs on this question
when all employees are paid fudamentally the same amount of compensation in an organization what is the impact on satisfaction and behaviour?what effect would secrecy-of-pay policy have upon the situation.
From India, Delhi
please give you inputs on this question
when all employees are paid fudamentally the same amount of compensation in an organization what is the impact on satisfaction and behaviour?what effect would secrecy-of-pay policy have upon the situation.
From India, Delhi
I believe this kind of approach is not ideal. People should be paid based on qualification and performance
From Nigeria
5From Nigeria
I think it is an ideal way for a big organisation. Helps you in maintaining a good and clean payroll. But it is not advisable for a flat or small organisations. It would be more appropriate for a organisation with long list of hierarchy and with 2-3 designations within each hierarchy. i.e. Jr. Officer, Officer, Sr. Officer, Asst Manager, Dy Managar, Manager
In the above scenario, you would be able to give same salary to all the employees in a given designation and can promote a higher performing employee to next designation. This is possible even without changing his profile as the profile of Jr. and Sr. Officer would be similar. An annual performance bonus can be added for encouraging high performing employees
This is how most of the banks [including private sector] & most of the marketing companies manage its payroll.
From India, Ahmadabad
In the above scenario, you would be able to give same salary to all the employees in a given designation and can promote a higher performing employee to next designation. This is possible even without changing his profile as the profile of Jr. and Sr. Officer would be similar. An annual performance bonus can be added for encouraging high performing employees
This is how most of the banks [including private sector] & most of the marketing companies manage its payroll.
From India, Ahmadabad
Dear Ajmal,
I am happy to see you. We have missed you all these days. I remember your reviews on the documents uploaded . I used to read all your posts . Very happy to see you back !
Dr. Mahanta is back with the round of discussions that we have all been a fan of. Please do connect with him.
Regards,
(Cite Contribution)
From India, Mumbai
I am happy to see you. We have missed you all these days. I remember your reviews on the documents uploaded . I used to read all your posts . Very happy to see you back !
Dr. Mahanta is back with the round of discussions that we have all been a fan of. Please do connect with him.
Regards,
(Cite Contribution)
From India, Mumbai
You have posted two queries.
when all employees are paid fundamentally the same amount of compensation in an organization what is the impact on satisfaction and behaviour?
If an organisation is compensating their organisation in par with the performance and qualification, it'll definitely help organisation to meet it objectives supported and driven by its employees.
Behaviour is unpredictable and will vary individual to individual, proportional to circumstances/situation. But it can be control if necessary measures are adopted in favour of employees.
what effect would secrecy-of-pay policy have upon the situation.
As Mr. Ajmal said, it is ideal for large organisation having huge number of employees with couple of designations within same hierarchy. Down the line, i am sure there'll be disparity among employees when facts are revealed.
But how can you ensure that you can retain secrecy of pay policy?
Every policy(post implementation) has PROS and CON
Unless there are NO EMPLOYEE COMPENSATION ISSUES, this policy will work just fine.
With profound regards
From India, Chennai
when all employees are paid fundamentally the same amount of compensation in an organization what is the impact on satisfaction and behaviour?
If an organisation is compensating their organisation in par with the performance and qualification, it'll definitely help organisation to meet it objectives supported and driven by its employees.
Behaviour is unpredictable and will vary individual to individual, proportional to circumstances/situation. But it can be control if necessary measures are adopted in favour of employees.
what effect would secrecy-of-pay policy have upon the situation.
As Mr. Ajmal said, it is ideal for large organisation having huge number of employees with couple of designations within same hierarchy. Down the line, i am sure there'll be disparity among employees when facts are revealed.
But how can you ensure that you can retain secrecy of pay policy?
Every policy(post implementation) has PROS and CON
Unless there are NO EMPLOYEE COMPENSATION ISSUES, this policy will work just fine.
With profound regards
From India, Chennai
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